Download or read book Strategies for Recruiting Females to Apply for Higher Education Administration Positions written by Anastasia Christina Metros and published by . This book was released on 2001 with total page 124 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Strengthening Support and Recruitment of Women and Minorities to Positions in Education Administration written by and published by DIANE Publishing. This book was released on 1993-12 with total page 196 pages. Available in PDF, EPUB and Kindle. Book excerpt: The activities in this resource manual are aimed at those who make policies and decisions about the staffing of administrator positions. Covers: expanding recruitment efforts, providing entry-level support, promoting advancement opportunities, determining next steps, and much more. Bibliography. Graphs.
Download or read book Strengthening Support Recruitment of Women Minorities to Positions in Education Administration written by and published by . This book was released on 1992 with total page 196 pages. Available in PDF, EPUB and Kindle. Book excerpt: Activities aimed at addressing the need for recruiting women and minorities in school administration are presented in this resource manual, which is a collective work of the Study Group on Women and Minorities sponsored by the National LEADership Network. Each section describes an interactive, adaptable activity that is aimed at policymakers and administrative staffs. The first activity focuses on how to obtain, use, and disseminate information to create a state demographic profile. The second activity aims to share information about several current recruitment programs and to help Leadership in Educational Administration Development (LEAD) directors plan for expanding recruitment efforts. Providing entry-level support is the purpose of the third activity, which is designed to create awareness and encourage the development of entry-level programs for women and minorities. The fourth activity examines the promotion of advancement opportunities for women and minorities: identifying barriers to advancement and determining strategies to overcome them, and valuing diversity in leadership styles. Activity 5 helps administrators create an action plan. Forty-three figures can be made into transparencies, and a list of resources accompanies each section. Appendices contain an article on access to the roles of school leadership, resolutions adopted by the National School Boards Association (NSBA) and American Association of School Administrators (AASA), LEAD Center directors/trainers resources, and training activity notes. (Contains 44 references.) (LMI)
Download or read book To Recruit and Advance written by National Research Council and published by National Academies Press. This book was released on 2006-08-11 with total page 146 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although more women than men participate in higher education in the United States, the same is not true when it comes to pursuing careers in science and engineering. To Recruit and Advance: Women Students and Faculty in Science and Engineering identifies and discusses better practices for recruitment, retention, and promotion for women scientists and engineers in academia. Seeking to move beyond yet another catalog of challenges facing the advancement of women in academic science and engineering, this book describes actions actually taken by universities to improve the situation for women. Serving as a guide, it examines the following: Recruitment of female undergraduates and graduate students. Ways of reducing attrition in science and engineering degree programs in the early undergraduate years. Improving retention rates of women at critical transition pointsâ€"from undergraduate to graduate student, from graduate student to postdoc, from postdoc to first faculty position. Recruitment of women for tenure-track positions. Increasing the tenure rate for women faculty. Increasing the number of women in administrative positions. This guide offers numerous solutions that may be of use to other universities and colleges and will be an essential resource for anyone interested in improving the position of women students, faculty, deans, provosts, and presidents in science and engineering.
Download or read book The Chief Diversity Officer written by Damon A. Williams and published by Taylor & Francis. This book was released on 2023-07-03 with total page 297 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume addresses the role of chief diversity officers as coordinating and integrating diversity leaders in higher education and other sectors.Having established in a companion volume the parameters for an effective diversity strategy, the authors address such questions as: What is a chief diversity officer? How might we create dynamic chief diversity officer infrastructures? What models of CDO structure exist in the academy? What misperceptions often confound the work of officers and the institutions they work within? What key competencies are necessary to lead as a CDO? How does the CDO role compare across higher education, non-profit, and corporate sectors? And how might the role serve as an important contributor to a collaborative vision for change and transformation in the academy?This book begins by delineating the evolution of the chief diversity officer role in the academy. Drawing on extensive qualitative and quantitative research on CDOs conducted for the purposes of this volume, it describes how the scope and responsibilities are variously defined at the organizations where the position has been created, and offers insights into the complexities and challenges of the role.On the basis of this data and the literature on organizational design and change management, the authors define the requisite skills, knowledge and background to be effective, review the alternative organizational and governance structures under which CDOs operate, and in so doing present the Chief Diversity Officer Development Framework as a basis for recruiting candidates, for structuring the position to succeed, and for providing prospective and incumbent CDOs with a realistic sense of the scope of the role.This title is also available in a set with its companion volume, Strategic Diversity Leadership.
Download or read book Career Strategies for Women in Academia written by Lynn H. Collins and published by SAGE. This book was released on 1998-07-23 with total page 356 pages. Available in PDF, EPUB and Kindle. Book excerpt: In this new volume, editors Lynn H. Collins, Joan C. Chrisler, and Kathryn Quina provide a wealth of information about institutional pitfalls in higher education professions, advice on how to handle difficult situations, and encouragement to those who persevere in their pursuit of an academic career.
Download or read book An Inclusive Academy written by Abigail J. Stewart and published by MIT Press. This book was released on 2018-07-17 with total page 529 pages. Available in PDF, EPUB and Kindle. Book excerpt: How colleges and universities can live up to their ideals of diversity, and why inclusivity and excellence go hand in hand. Most colleges and universities embrace the ideals of diversity and inclusion, but many fall short, especially in the hiring, retention, and advancement of faculty who would more fully represent our diverse world—in particular women and people of color. In this book, Abigail Stewart and Virginia Valian argue that diversity and excellence go hand in hand and provide guidance for achieving both. Stewart and Valian, themselves senior academics, support their argument with comprehensive data from a range of disciplines. They show why merit is often overlooked; they offer statistics and examples of individual experiences of exclusion, such as being left out of crucial meetings; and they outline institutional practices that keep exclusion invisible, including reliance on proxies for excellence, such as prestige, that disadvantage outstanding candidates who are not members of the white male majority. Perhaps most important, Stewart and Valian provide practical advice for overcoming obstacles to inclusion. This advice is based on their experiences at their own universities, their consultations with faculty and administrators at many other institutions, and data on institutional change. Stewart and Valian offer recommendations for changing structures and practices so that people become successful in ways that benefit everyone. They describe better ways of searching for job candidates; evaluating candidates for hiring, tenure, and promotion; helping faculty succeed; and broadening rewards and recognition.
Download or read book Increasing the Number of Women of Color for Executive level Administration in Higher Education written by Valerie Kizziah Thompson and published by . This book was released on 1999 with total page 246 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Transforming Trajectories for Women of Color in Tech written by National Academies of Sciences, Engineering, and Medicine and published by . This book was released on 2022-09-09 with total page 280 pages. Available in PDF, EPUB and Kindle. Book excerpt: Demand for tech professionals is expected to increase substantially over the next decade, and increasing the number of women of color in tech will be critical to building and maintaining a competitive workforce. Despite years of efforts to increase the diversity of the tech workforce, women of color have remained underrepresented, and the numbers of some groups of women of color have even declined. Even in cases where some groups of women of color may have higher levels of representation, data show that they still face significant systemic challenges in advancing to positions of leadership. Research evidence suggests that structural and social barriers in tech education, the tech workforce, and in venture capital investment disproportionately and negatively affect women of color. Transforming Trajectories for Women of Color in Tech uses current research as well as information obtained through four public information-gathering workshops to provide recommendations to a broad set of stakeholders within the tech ecosystem for increasing recruitment, retention, and advancement of women of color. This report identifies gaps in existing research that obscure the nature of challenges faced by women of color in tech, addresses systemic issues that negatively affect outcomes for women of color in tech, and provides guidance for transforming existing systems and implementing evidence-based policies and practices to increase the success of women of color in tech.
Download or read book Leveraging Multigenerational Workforce Strategies in Higher Education written by Edna Chun and published by Routledge. This book was released on 2021-04-14 with total page 166 pages. Available in PDF, EPUB and Kindle. Book excerpt: The higher education literature on workplace diversity has overlooked the development of multigenerational workforce strategies as a key component of an inclusive talent proposition. While race, gender, sexual orientation, disability and other demographic attributes have gained considerable attention in diversity strategic planning, scant research pertains to building inclusive, multigenerational approaches within the culture and practices of higher education. Now more than ever, there is an urgent and unmet need to identify actionable strategies and approaches that optimize the contributions of multigenerational talent across the faculty, administrator, and staff ranks. With the goal of enhancing workforce capacity and creating more inclusive workplaces, Leveraging Multigenerational Workforce Strategies in Higher Education offers an in-depth look at multigenerational strategies that enhance institutional capacity and respond to educational needs. This book is the first to address the creation of multigenerational strategies in the higher education workplace based upon substantial empirical studies and qualitative research. Drawing on in-depth interviews with faculty and administrators, the book examines the broad "framing" of generations that consists of stereotypes, narratives, images, and emotions. Through the lens of these narratives, it describes how ageist framing is magnified by other minoritized statuses including race/ethnicity, gender, and sexual orientation, and can result in structural inequality, process-based discrimination, and asymmetrical behavioral interactions in the higher education workplace. A major feature of the book is its focus on best-in-class HR and diversity policies and strategies that institutional leaders can deploy to overcome generational and ageist barriers and build an inclusive culture that values the contributions of all members. Due to its practical and concrete emphasis in sharing leading-edge policies and practices that comprise a holistic multigenerational workforce strategy, the book will serve as a concrete resource to boards of trustees, presidents, provosts, deans, diversity officers, department chairs, faculty, academic and non-academic administrators, diversity and human resource leaders, and diversity taskforces in their efforts to create strategic, evidence-based multigenerational workforce approaches. In addition, the book will be utilized in upper division and graduate courses in higher education administration, diversity, human resource management, educational leadership, intergenerational issues, gerontology, social work, and organizational psychology.
Download or read book Use of Market Data in the Recruitment of High Potentials written by Jan Posthumus and published by Springer. This book was released on 2015-06-18 with total page 214 pages. Available in PDF, EPUB and Kindle. Book excerpt: In his study, Jan Posthumus uses the grounded theory method to explore the implementation of marketing instruments such as segmentation and targeting in the recruitment of high potentials in the pharmaceutical industry. The implementation of these instruments can best be understood as the result of an interaction between four categories: the identified internal need for certain groups of high potentials; the scarcity of these groups of high potentials in the market; the attitudes, opinions, and strategies within human resources; and the technological capabilities. Depending on the situation, different recruitment instruments are used to recruit high potentials. However, the interviewees did not use an explicit high potential recruitment profile, though they implicitly search for varying combinations of high-potential characteristics such as: intelligence and agility, engagement, the ability to perform in various environments, and the ability to manage one’s energy levels.
Download or read book Recruitment Strategies Aiming to Attract Females Into Undergraduate Engineering Programs written by Julie Anne Howenstine and published by . This book was released on 2013 with total page 153 pages. Available in PDF, EPUB and Kindle. Book excerpt: By 2009, the percentage of women who graduated with general undergraduate degrees had increased to almost 58% of all students who completed 4-year degree programs (National Center for Education Statistics, 2009a). These percentages, however, have not been reflected in the enrollment rates of females into undergraduate engineering programs. In 2009, the percentage of females enrolled in undergraduate engineering degrees was only 13% (National Center for Education Statistics, 2009b). Education is a lifelong decision and individuals are becoming more psychologically involved in their college choice (Maringe & Gibbs, 2009). Recruitment activities are only one factor in the college choice decision but are an important one. Recruitment strategies to attract under-represented groups to the field of engineering had in general lacked success. Recruitment is a way to represent and promote a college or a university truthfully to those who are seeking information about it (National Association for College Admission Counseling, 2009). Recruiting consists of initiatives and materials which serve to persuade prospective students to enroll in schools and specific degree programs. Understanding the specific types of recruitment strategies created for women and the way recruitment impacts enrollment trends of women will help institutions become more effective at attracting female students into engineering programs. While research on recruitment has identified some recruitment strategies effective in attracting women to engineering, such as mentoring to prospective students (Ocif & Marshall-Goodell, 1996; Wilkins et al., 2006), marketing learning and living communities (Jaschik, 2010; Kuh et al., 2006; Stinson, 1990; Trenor, 2007; Washington Center website, 2011), as well as offering female-focused financial aid programs (Astin 1997; Cech et al., 2008) to prospective students, we still do not fully understand the whole array of recruitment strategies geared towards women. This study explored, for the first time, the array of recruitment strategies used by institutions to recruit women into undergraduate engineering degree programs. Its purpose was to map what institutions do to recruit women into undergraduate engineering programs, and shed light on why and how these institutions use the recruitment strategies they use. In addition this study aimed to analyze a potential relationship of strategies geared specifically for women with enrollment trends of female undergraduates in engineering programs. Although the study identified a host of traditional and specialized recruitment strategies geared for women, it also confirmed that many institutions have not yet initiated activities to recruit women to their engineering programs. Amongst those women-specific recruitment initiatives that the study identified, mentoring programs, female-focused financial aid, and female campus visits emerged as the prevalent ones. In addition, institutions often included female students and faculty as recruiters and role models, emphasized the need to build relationships with university representatives and the institution in general, and utilized existing programs designed for women as part of their recruitment message.
Download or read book To Recruit and Advance written by National Research Council and published by National Academies Press. This book was released on 2006-07-11 with total page 145 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although more women than men participate in higher education in the United States, the same is not true when it comes to pursuing careers in science and engineering. To Recruit and Advance: Women Students and Faculty in Science and Engineering identifies and discusses better practices for recruitment, retention, and promotion for women scientists and engineers in academia. Seeking to move beyond yet another catalog of challenges facing the advancement of women in academic science and engineering, this book describes actions actually taken by universities to improve the situation for women. Serving as a guide, it examines the following: Recruitment of female undergraduates and graduate students. Ways of reducing attrition in science and engineering degree programs in the early undergraduate years. Improving retention rates of women at critical transition pointsâ€"from undergraduate to graduate student, from graduate student to postdoc, from postdoc to first faculty position. Recruitment of women for tenure-track positions. Increasing the tenure rate for women faculty. Increasing the number of women in administrative positions. This guide offers numerous solutions that may be of use to other universities and colleges and will be an essential resource for anyone interested in improving the position of women students, faculty, deans, provosts, and presidents in science and engineering.
Download or read book Moving Beyond Borders written by Karen Flynn and published by University of Toronto Press. This book was released on 2011-11-19 with total page 329 pages. Available in PDF, EPUB and Kindle. Book excerpt: Moving Beyond Borders is the first book-length history of Black health care workers in Canada, delving into the experiences of thirty-five postwar-era nurses who were born in Canada or who immigrated from the Caribbean either through Britain or directly to Canada. Karen Flynn examines the shaping of these women's stories from their childhoods through to their roles as professionals and community activists. Flynn interweaves oral histories with archival sources to show how these women's lives were shaped by their experiences of migration, professional training, and family life. Theoretical analyses from postcolonial, gender, and diasporic Black Studies serve to highlight the multiple subjectivities operating within these women's lives. By presenting a collective biography of identity formation, Moving Beyond Borders reveals the extraordinary complexity of Black women's history.
Download or read book Resources in Women s Educational Equity written by and published by . This book was released on 1980 with total page 468 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Women in Educational Administration written by Charol Shakeshaft and published by Corwin. This book was released on 1989-05 with total page 236 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book was written as a response to that vast quantity of literature published on administration and adminstrators which purports to be comprehensive. A more honest description of this work might describe it as research and writing on the behavior and characteristics of male administrators. This book seeks to reconsider what we know about organizational behavior. It asks us to first lean of the world of women in schools and then to speculate upon what what would happen if took that world into account when we developed theory and practice in school administration.
Download or read book African American Women in Higher Education Administration written by Jacqueline Mix Mimms and published by . This book was released on 1996 with total page 898 pages. Available in PDF, EPUB and Kindle. Book excerpt:
